Pay Grade Structure

Prairie View A&M University uses the following pay grade salary structure to establish appropriate pay-range limits for non-faculty positions covered by the Job Classification and Compensation Plan. This pay structure is based on competitive market data and internal equity considerations. The plan also provides the compensation framework for hiring new employees and rewarding high-performing employees through progression to more responsible positions with higher and broader pay ranges.

Pay Grade	Pay Type	Minimum	Maximum
1	Hourly Monthly Annually	7.82 1,355 16,256	9.75 1,690 20,274
2	Hourly Monthly Annually	9.14 1,585 19,020	11.40 1,977 23,722
3	Hourly Monthly Annually	10.31 1,787 21,443	14.24 2,468 29,611
4	Hourly Monthly Annually	11.05 1,915 22,976	15.25 2,644 31,728
5	Hourly Monthly Annually	13.80 2,393 28,714	20.07 3,479 41,750
6	Hourly Monthly Annually	15.59 2,702 32,423	22.66 3,929 47,143
7	Hourly Monthly Annually	17.66 3,060 36,726	27.04 4,688 56,250
8	Hourly Monthly Annually	19.87 3,444 41,328	30.43 5,275 63,300
9	Hourly Monthly Annually	23.62 4,094 49,132	38.54 6,680 80,162
10	Hourly Monthly Annually	24.43 4,235 50,821	39.86 6,910 82,919
11	Hourly Monthly Annually	27.04 4,687 56,240	45.06 7,811 93,733
12	Hourly Monthly Annually	29.79 5,164 61,965	49.65 8,606 103,275
13	Hourly Monthly Annually	32.21 5,584 67,003	53.69 9,306 111,671
14	Hourly Monthly Annually	33.51 5,808 69,701	57.06 9,890 118,679
15	Hourly Monthly Annually	38.54 6,680 80,156	65.62 11,373 136,482
16	Hourly Monthly Annually	44.32 7,682 92,179	75.46 13,079 156,953

Pay ranges will be evaluated annually to ensure that maximum annual pay ranges accommodate the pay grade structure to the extent possible.

The structure is based on competitive practices and internal equity considerations.

The minimum and maximum of each pay range represent the minimum and maximum values, respectively, to the University of all jobs assigned to that particular pay range.

Without prior approval, but with sustainable funding, an employee can be hired up to 10 percent of the minimum of the range. Hiring employees above 10 percent of the minimum of the range requires prior approval by the appropriate vice president, VP for Business Affairs and the Director of Human Resources or designee.

An employee’s rate of pay may not normally exceed the respective maximum of the pay range for the job.

Review of Pay Structures

During the first quarter of each fiscal year and prior to the budget process, the Compensation Specialist will review the competitiveness of the university’s pay structures. The review will include (1) comparisons of the competitive status of the university’s ranges to the relevant external market; and (2) a review of anticipated average movement of pay structures by peer and comparison organizations.

Based on findings of the review, a recommendation will be prepared for consideration by the VP for Business Affairs and President of the University concerning adjustments to the pay structures.

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